5 Leadership Mistakes That Are Killing Your Company!!!

Over the last two decades, I’ve seen many companies suddenly crumble from within.

There are the obvious mistakes that lead to a company's demise - failing to properly manage cash flow, hiring the wrong people, over-expanding, or having the wrong capital structure (e.g., too much debt).

But there are also some less obvious ones that are equally sinister.

Each of these "less obvious" mistakes begins as a nearly invisible crack beneath the surface… until one day, it spreads, it deepens - and then everything collapses.

Here’s the thing, though: All of these mistakes are 100% avoidable.

Below, I’ve highlighted five leadership mistakes that could be killing your company from within.

On a scale of 1-10, ask yourself: To what degree am I committing each mistake?

And more importantly: What corrective actions will I take to fix them?

1. Neglecting Strategic Vision

A company without a clear, long-term vision is like a ship drifting at sea. It might move, but it’s not going anywhere meaningful.

Without a strong vision:

• Teams lack direction, making reactive decisions instead of proactive ones.

• Employees struggle to connect their daily work to a larger purpose.

• Short-term wins become more important than long-term sustainability.

What to do instead:

✅ Clarify Your Vision – Your vision should be so clear and compelling that even a 10-year-old could understand it. If it’s vague or uninspiring, it won’t stick.

✅ Overcommunicate It – If you’re not repeating your vision daily, your team is forgetting it. Make it part of meetings, hiring, performance reviews - everything.

✅ Align Strategy & Execution – Every decision, big or small, should align with your long-term goals. Make sure your leadership team isn’t accidentally working against the vision by prioritizing short-term gains.

2. Avoiding Difficult Conversations

Silence is dangerous. When leaders avoid difficult conversations, problems fester. Toxic behaviors spread. Your best people leave.

The most damaging workplace problems, such as underperformance, cultural misalignment, and broken trust, are rarely caused by a single big issue. They happen because leaders let small issues pile up.

What to do instead:

✅ Address Issues Early – The longer you wait, the harder it gets. Catch problems while they’re still manageable.

✅ Be Clear & Constructive – Sugarcoating the truth helps no one. Deliver feedback with respect but directness, focusing on solutions, not blame.

✅ Make It a Habit – Difficult conversations shouldn’t be rare. Build a culture where open, honest feedback is expected and welcomed.

Tough conversations don’t just test your leadership. They define it.

3. Overloading High Performers

It seems logical to lean on your best people. But here’s the problem: high performers will often push themselves until they break.

And when they do? They won’t complain. They’ll just leave for someone who values them.

What to do instead:

✅ Recognize the Warning Signs – Just because someone isn’t saying they’re overwhelmed doesn’t mean they aren’t. Check in regularly.

✅ Give Them Resources, Not Just Responsibilities – Invest in tools, training, and extra hands to support them.

✅ Protect Against Burnout – Encourage breaks, push back on unsustainable workloads, and make rest and recovery a non-negotiable.

A burned-out high performer isn’t actually a high performer. They’re an exit risk.

4. Ignoring Team Morale

By the time you notice morale is low, you’re already losing your best talent.

A disengaged team is a ticking time bomb that kills productivity, creativity, and commitment.

What to do instead:

✅ Foster Psychological Safety – Employees must feel safe to speak up, share ideas, and challenge the status quo without fear of punishment.

✅ Recognize Efforts Publicly – People crave appreciation. A simple thank-you (especially in front of peers) can be more powerful than a bonus.

✅ Involve People in Decisions – The more autonomy and ownership people have, the more engaged they’ll be. Don’t just tell them what’s happening - let them shape it.

Remember, great leaders don’t just manage people... they inspire them.

5. Micromanaging Your People

Just like sand, the more you tighten your grip, the faster talent slips through your fingers.

Micromanagement doesn’t just kill innovation. It also kills trust.

When employees feel controlled, they:

• Stop thinking for themselves.

• Avoid risk and play it safe instead of innovating.

• Feel undervalued... and start looking for another job.

What to do instead:

✅ Focus on Outcomes, Not Processes – Set clear expectations on results, but let your team own the “how.”

✅ Delegate with Confidence, Not Reluctance – Empower your team to make decisions without second-guessing them.

✅ Trust First, Correct Later – Start with trust, not suspicion. If something goes wrong, coach, don't control.

The best leaders don’t just let go - they lift up.

Final Thoughts...

Each of the five mistakes above is fixable.

But fixing them requires something many leaders struggle with: humility.

The willingness to look in the mirror and admit:

"Maybe I’m part of the problem."

Your financial reports may reveal where you are.

But it’s your people who determine where you’re going.

Invest in them.. and everything else will fall into place.

Last but not least, you'll find a handy infographic I made below to sum everything up.

That's all from me... and hope you enjoy the week ahead!